Openings, leads
& contacts

(John) Let's discuss openings. Isn't one of the reasons that job hunting is so hard is because most people simply don't have enough connections?

(Lydia) Yes. Most people don't have the contacts. What's more, they can't easily find sufficient numbers of openings that are right for them. Today, thanks to breakthroughs in technology, you can get to almost all the published openings that are out there for you. In our firm, we've invested millions to develop software, linking technology and other ways to connect people to the openings and leads they need.

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(John) What did you mean when you refer to "leads" to jobs? Could you elaborate?

(Lydia) From the major wire services, our Job Market Access Center... gets all the same business press releases that go to newspapers, magazines, ABC, NBC, CBS, FOX, Yahoo and all other print and broadcast media. Many are leads to emerging job openings.

For example, news of planned expansions, firms raising capital, companies getting new contracts or announcing relocations. These are all followed by extensive hiring across many functional areas.

To help our clients we arrange to electronically sort from all the business news, the information of interest to a client... in his or her area... and in the industries that interest them.

They get this information by email every day. People can get a lot of activity by responding to these "leads," and as I said earlier, the good part is, there is usually a lot less competition.

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(John) Besides supplying "leads"... can you explain other ways your technology benefits people?

(Lydia) JMAC is a gateway to every segment of the job market.

Our Job Market Access Center is a gateway to every segment of the job market.

Here's a small example. Through a key link, Advertised Market SuperSearch, people can instantly sort through a million opportunities. Instead of reading hundreds of papers and magazines, or going to countless Internet sites, people can search over a thousand sources simultaneously.

Of course, while our Job Market Access Center was created to provide people with quick and easy job market access... it isn't just about getting people openings and leads.

People also have unlimited research support. For example, they might want a list of college alumni to contact. You name it and the research staff will retrieve information within 48 hours... and email it to you.

Our clients can also get continuous market reports on firms and industries. Having advance information about firms who are interviewing you... can really set you apart from the other key candidates.

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(John) Your materials say that you also can place people's credentials with recruiters. What exactly do you do?

(Lydia) Well, in many cases we get their resume placed with local, regional and national recruiters. This is not done with an ordinary mailing list. In fact, many of them are clients of our Executive Search Online division.

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(John) Are Venture Capitalists playing a growing recruiting role?

(Lydia) Yes. We track 2,600 VCs and selectively place people's credentials with them. For example, one client took a job as COO of a start-up in Florida. The VC firm is putting $40 million behind the inventor of a new line of security products.

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(John) Do you place your client's credentials with growth firms?

(Lydia) Our Job Market Access Center tracks over 10,000 of the fastest growing firms, and we can place a client's resume with employers that may be right for them.

Clients have been hired by the top casinos, medical device pioneers, fashion watch companies, anti-aging and skin enhancement firms, radio frequency ID firms — you name it. Because they are growing so fast, growth firms are often forced to seek the best new talent... outside of their industry.

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(John) Do you also help people connect with non-growth employers... and the larger firms?

(Lydia) Every week, we have clients connecting with the Intels and GEs as well as with smaller firms. The right size firm depends on each person's background and goals.

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(John) What happens if distributions don't uncover an appealing opportunity?

(Lydia) If that happens, and it can with people with limited marketability or who face a number of personal obstacles, they will need to use JMAC more aggressively. The beauty of it is, with JMAC it is very easy and doesn't take much time to make hundreds of contacts beyond those we make initially. And, all of the time-consuming work of identifying them is done.

In the case of ads and leads to emerging jobs, the information is sent to them automatically without their having to do anything.

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(John) What makes contacting employers who don't advertise their jobs work?

(Lydia) Here's why it works. Every day, in millions of companies, new problems and opportunities arise, some calling for new talents and some for more of the talents they already have.

Imagine, for example, that a letter or fax reaches a decision maker at a time when they have a need. Assume it makes clear that the writer has the talents needed, and has used them to get results in situations similar to what the decision maker is facing. Do you think they will get a response?

Of course, if you go to just one employer, odds are that won't happen. But, if you go to a lot of them, the odds are a small percentage will respond.

That's why contacting employers directly works. But you have to have numbers on your side. And, the higher the level of the job you seek, the greater the numbers you will need.

In June of 2010, the Wall Street Journal published an editorial by Alan Reynolds of the Cato Institute. Here is a quote from his editorial that was taken from the Bureau of Labor Statistics Occupational Outlook Handbook. He said, "Directly contacting employers is one of the most successful means of job hunting." We know this is true.

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(John) But, is it worth all the effort of making direct contact... since you might uncover more situations than you need?

(Lydia) Your question brings up an interesting way to look at the job market.

You can choose to restrict yourself to just the "passive" approaches... where employers have published a job opening and invite the public to respond�the newspaper ads, job boards, recruiters and employer websites. But, you need to keep in mind that each attractive ad draws 100 to 300 candidates.

Of course, some people, those with a lot of appeal... will do just fine here. But why limit yourself? Why not take the active approaches, where you take the initiative and where competition will be much less? By contacting growth companies and other employers directly, and initiating contact when you see leads to emerging jobs, you're opening up more than 50�90% of your real market.

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(John) Couldn't people contact their employer prospects on their own?

(Lydia) Theoretically yes. In practical terms, though, even if they had the best resumes and letters... very few individuals have even a fraction of the time, resources and know-how required.

If they had to go to hundreds of sites to find all the ads suitable for them... if they had to identify the right recruiters on their own... if they knew how to identify hundreds of growth firms (and where their talents are most likely to be in demand)... if they could uncover leads to emerging jobs�if they could do all of this... they'd still have ahead of them the daunting task of initiating thousands of contacts.

The logistics involved are far beyond what most people could ever attempt on their own.